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While Sativex is used for pain and spasticity from multiple sclerosis and cost $700 - $1,000 per month. Also, some medical cannabis plant products such as dried products (“joints”) which are used by smoking or vaporized and oils which are ingested orally are less expensive. The usual dose ranges from 1-3 grams per day and cost $3 - $15 per gram or approximately $75 - $300 per month. We are still waiting to see the results of the cost impact of using cannabinoids products versus the alternative medication used.
. A survey taken from several organizations show that most employees do not think that there will be any major impact to the workplace due to the legalization of Cannabis. Most employees feel that there should be no different to what occurs in the workplace from alcohol usage. On the contrary, employers are indecisive on whether they should provide coverage for medical cannabis. Most employers have the wait and see mentality.
Currently, coverage offer through private plan offerings differs from one carrier/vendor to another. The annual coverage maximum ranges from $1,000 - $6,500, and duration is mostly for a year but are subject to the carrier/vendors approval. Additional each carrier/vendor approved conditions vary drastically, approved condition coverage can be as minimal as only two conditions. Carriers/vendors also cannot decide on where the claim should be, i.e. is it should be claim under drugs, medical services or extended health.
This confusion amongst Canadian Insurers and administrators on the different positions on coverage for Cannabis has created confusions for employers regarding what the right or fair approach is. While employees are asking for expansion of coverage in the private health benefits program to include coverage for Cannabis and/or the specific conditions when coverage is already included on the plan.
There is a robust pipeline of cannabis products such as; sublingual strips, chewing gum, capsules and pills expecting to be coming to the market in the future. Therefore, it appears to only be a matter of time before Health Canada approves/provides a Drug Identification Numbers (“ D.I.N’s”) for cannabis products. Once as DIN number is assigned it will become difficult to exclude coverage under private health programs.
Adonis Samuel
to accommodate an employee has limitation; the fact that an employee has a medical document which allows him or her to use medical marijuana does not mean that the employee has a right to be impaired at work. Additionally, if necessary, employers can ask for additional information about the employees’ illness, the legitimacy of the use of medical marijuana and whether other, less impairing forms of treatment are available. Employers need to develop a strategy to address cannabis legalization with their human resources and legal team to define their position, then work on assessing and developing an approach on this issue. Once a decision is made employers should then implement policy and coverage provisions then communicate their positions to their employees.
It is important to note that cannabinoids products are currently approved by Health Canada and covered by most benefits plan. These includes product such as Cesamet and Sativex. Cesamet is used nausea and vomiting related to chemotherapy and cost $60 - $100 for month for the generic version. While Sativex is used for pain and spasticity from multiple sclerosis and cost $700 - $1,000 per month. Also, some medical cannabis plant products such as dried products (“joints”) which are used by smoking or vaporized and oils which are ingested orally are less expensive. The usual dose ranges from 1-3 grams per day and cost $3 - $15 per gram or approximately $75 - $300 per month. We are still waiting to see the results of the cost impact of using cannabinoids products versus the alternative medication used.
. A survey taken from several organizations show that most employees do not think that there will be any major impact to the workplace due to the legalization of Cannabis. Most employees feel that there should be no different to what occurs in the workplace from alcohol usage. On the contrary, employers are indecisive on whether they should provide coverage for medical cannabis. Most employers have the wait and see mentality.
Currently, coverage offer through private plan offerings differs from one carrier/vendor to another. The annual coverage maximum ranges from $1,000 - $6,500, and duration is mostly for a year but are subject to the carrier/vendors approval. Additional each carrier/vendor approved conditions vary drastically, approved condition coverage can be as minimal as only two conditions. Carriers/vendors also cannot decide on where the claim should be, i.e. is it should be claim under drugs, medical services or extended health.
This confusion amongst Canadian Insurers and administrators on the different positions on coverage for Cannabis has created confusions for employers regarding what the right or fair approach is. While employees are asking for expansion of coverage in the private health benefits program to include coverage for Cannabis and/or the specific conditions when coverage is already included on the plan.
There is a robust pipeline of cannabis products such as; sublingual strips, chewing gum, capsules and pills expecting to be coming to the market in the future. Therefore, it appears to only be a matter of time before Health Canada approves/provides a Drug Identification Numbers (“ D.I.N’s”) for cannabis products. Once as DIN number is assigned it will become difficult to exclude coverage under private health programs.
Adonis Samuel
hours of work, allow for additional breaks or assign the employee to a less demanding or less safety-sensitive position.
However, the duty to accommodate does not entitle an employee to report to work in an impaired state. Therefore, it is important that employers review their occupational health and safety legislation policy and update their policy to address cannabis coverage. Employers have an obligation to maintain a workplace that is safe and healthy for employees and members of the public.
That being said, if an employee provides a documentation to an employer which allows usage of medical marijuana, the employer is required to treat this seriously. The ease with which employees are able to obtain medical marijuana means that employers will be confronted with issues of how to address marijuana use by their employees on an increasingly regular basis. Employers must be aware of their duties to accommodate an employee under human rights legislation. The duty to accommodate an employee has limitation; the fact that an employee has a medical document which allows him or her to use medical marijuana does not mean that the employee has a right to be impaired at work. Additionally, if necessary, employers can ask for additional information about the employees’ illness, the legitimacy of the use of medical marijuana and whether other, less impairing forms of treatment are available. Employers need to develop a strategy to address cannabis legalization with their human resources and legal team to define their position, then work on assessing and developing an approach on this issue. Once a decision is made employers should then implement policy and coverage provisions then communicate their positions to their employees.
It is important to note that cannabinoids products are currently approved by Health Canada and covered by most benefits plan. These includes product such as Cesamet and Sativex. Cesamet is used nausea and vomiting related to chemotherapy and cost $60 - $100 for month for the generic version. While Sativex is used for pain and spasticity from multiple sclerosis and cost $700 - $1,000 per month. Also, some medical cannabis plant products such as dried products (“joints”) which are used by smoking or vaporized and oils which are ingested orally are less expensive. The usual dose ranges from 1-3 grams per day and cost $3 - $15 per gram or approximately $75 - $300 per month. We are still waiting to see the results of the cost impact of using cannabinoids products versus the alternative medication used.
. A survey taken from several organizations show that most employees do not think that there will be any major impact to the workplace due to the legalization of Cannabis. Most employees feel that there should be no different to what occurs in the workplace from alcohol usage. On the contrary, employers are indecisive on whether they should provide coverage for medical cannabis. Most employers have the wait and see mentality.
Currently, coverage offer through private plan offerings differs from one carrier/vendor to another. The annual coverage maximum ranges from $1,000 - $6,500, and duration is mostly for a year but are subject to the carrier/vendors approval. Additional each carrier/vendor approved conditions vary drastically, approved condition coverage can be as minimal as only two conditions. Carriers/vendors also cannot decide on where the claim should be, i.e. is it should be claim under drugs, medical services or extended health.
This confusion amongst Canadian Insurers and administrators on the different positions on coverage for Cannabis has created confusions for employers regarding what the right or fair approach is. While employees are asking for expansion of coverage in the private health benefits program to include coverage for Cannabis and/or the specific conditions when coverage is already included on the plan.
There is a robust pipeline of cannabis products such as; sublingual strips, chewing gum, capsules and pills expecting to be coming to the market in the future. Therefore, it appears to only be a matter of time before Health Canada approves/provides a Drug Identification Numbers (“ D.I.N’s”) for cannabis products. Once as DIN number is assigned it will become difficult to exclude coverage under private health programs.
Adonis Samuel